A 4-day work week, working abroad, mental health care, flexible working hours - these are all benefits that companies offer to attract and retain talent in the face of the ongoing talent shortage. For Rita Wittek-Verbeek, Head of People and Culture at Homerun, it is not about checking boxes, but about what her customers (the Homerun employees) need from her product (the employee experience). But how do you know what to offer? And how do you tailor benefits towards inclusivity? Listen to the episode to find out how Homerun approaches perks and benefits so successfully that the company has enjoyed a 100% employee retention rate in the past two years.

What is your opinion? Share it with us and start a conversation with Charlotte and Rita on LinkedIn https://www.linkedin.com/in/rita-wittek/

Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: [email protected] .

Interviews are part of the standard recruitment process to gather more information about the candidates. But what if just one piece of information rules a viable candidate out? Organisational psychologist Mari Järvinen joins Charlotte Melkert again on the podcast to discuss the coffee cup test, what interviewer bias is, why interviewer bias is so difficult to minimise, and how you can limit the influence of bias regardless.

Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: [email protected] .

Why do professionals who add ex-McKinsey to their LinkedIn tagline get hired more? And why does physical attractiveness influence the likelihood of being hired? It all comes down to the Halo & Horns effect. In this episode Charlotte Melkert (CEO at Equalture) talks to Leonie Grandpierre (Head of Science at Equalture) about what the halo & horns effect is, how they are connected, why it has a long history, what makes it so prevalent and how it interacts with other biases in hiring. They also share helpful tips on how to mitigate it in recruitment.

The research mentioned in the episode:

What is your opinion? Share it with us and start a conversation with Charlotte and Leonie in the Breaking Bias Community: https://community.equalture.com/

Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: [email protected] .

Everyone needs inclusion, but everyone has different needs. This is one of five paradox that Brooke Gazdag, Ph.D and assistant professor for leadership and negotiation at University of Amsterdam has identified. Inclusive practices in organisational contexts are not black and white, inclusion is never achieved, she says. Charlotte Melkert (CEO at Equalture) and Brooke Gazdag take a close look at why inclusion as a process causes controversy, why inclusion is the employer’s and employee’s responsibility, how highlighting underrepresented groups can burn them out, how inclusive remote work is, and how to negotiate inclusive practices.
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Brooke Gazdag, https://www.linkedin.com/in/brooke-gazdag/

Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: [email protected] .

Setting objective and unbiased hiring criteria is an overlooked step in unbiased hiring. What’s more, talent acquisition and hiring managers agreeing on criteria for an open position can cause some tension. So how can you set objective criteria that your hiring managers and recruiters stick to until a hiring decision is made and beyond? Charlotte Melkert (CEO at Equalture) talks to Florian Meister (Head of TA at Temedica) about the challenges of setting hiring criteria, the risk of bias creeping in, how to get hiring managers on board, how involved hiring managers should be, and what a successfully implemented process for setting hiring criteria looks like. Plus, why and how to involve the team that has the open position.
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Florian Meister, https://www.linkedin.com/in/florian-meister-1ab819113/

Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: [email protected] .

ADHD remains an obscure condition despite growing discourse around it in professional networks. Not only do many individuals go undiagnosed, but it comes with its misconceptions about how people with ADHD perform in the workplace. And this is why Tori Graham, Talent Partner at Bother, became an advocate for herself and the community of (recruitment) professionals with ADHD. Charlotte Melkert talks to Tori Graham about her own journey with ADHD, advantages and disadvantages, the recruitment process from a candidate’s perspective who has ADHD, the inclusive practices for neurodivergent candidates for recruitment, mistakes and a valuable resource that has significantly improved Tori’s working relationships.
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Tori Graham, https://www.linkedin.com/in/tori-from-talent-acquisition/

Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: [email protected].

What if the results on your candidates’ MBTI or 16 Personalities test specifically reflect their personality? Or maybe it’s just the Barnum Effect? In this episode, Charlotte talks to neuroscientist Marcia Goddard, about a bias that makes us interpret general personality statements as specifically applicable to the test-taker. How does this affect pre-employment tests? They also cover why personality tests are not intended for candidate selection, how behaviour assessments are different, and what the confirmation bias and the framing effect have to do with all of it. And how can you minimise the Barnum effect? Marcia Goddard and Charlotte Melkert share some tips!

Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Marcia Goddard, https://www.linkedin.com/in/mngoddard/

Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: [email protected].

Is blind recruitment effective when increasing the diversity of your talent pool? In part 2 of “Blind Recruitment”, Charlotte talks to DE&I consultant and founder of Ardent, Ella McCann-Tomlin about what lies beyond the anonymised CV. They discuss what actions can be taken to diversify your talent pool with active sourcing and how to extend the effect of blind recruitment to later stages in the hiring funnel, what roles interviews play and what other action can be taken to further eliminate bias.

Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: [email protected].

*’Blind recruitment’ commonly refers to the practice of anonymising CVs. We acknowledge that using the descriptor ‘blind’ in this way has ableist connotations, and we address the issue of the widespread use of the term upfront in our conversation.

Is blind recruitment effective when increasing the diversity of your talent pool? This is part 1 of “Blind Recruitment”. In this episode, Charlotte talks to DE&I consultant and founder of Ardent, Ella McCann-Tomlin about what blind recruitment is, the positive and negative impact blind recruitment can have on the hiring process, and why blind recruitment sometimes just delays discrimination.

Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: [email protected] .

*’Blind recruitment’ commonly refers to the practice of anonymising CVs. We acknowledge that using the descriptor ‘blind’ in this way has ableist connotations, and we address the issue of the widespread use of the term upfront in our conversation.

What is stereotyping bias and how does it affect hiring decisions? Organizational psychologist, Mari Järvinen, and Charlotte scope this very prevalent bias. They explore stereotyping in general and why it is prominent, what a stereotype is, whether stereotyping bias happens consciously or unconsciously, how it can affect hiring, what parts of the hiring funnel are most sensitive to stereotyping bias including writing job descriptions, CVs and interviews, common examples, what kind of information triggers stereotyping bias most, its link to first impressions, its connection to confirmation bias and how we can minimize stereotyping bias in hiring.
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Mari Järvinen, https://www.linkedin.com/in/mari-jarvinen-profounder/

Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: [email protected].